Final answer:
Perceptions of older workers by younger generations cannot be universally classified as true or false. Managing generational differences is a key part of organizational management, and innovative practices such as reverse mentoring can help leverage the strengths of each generation.
Step-by-step explanation:
The statement that inter-generational conflicts often occur in organizations because younger workers view older workers as less creative and less capable is a generalization and cannot be deemed universally true or false. In reality, perceptions of creativity and capability are subjective and can vary widely among individuals and within organizational cultures. That said, it is widely accepted that managing generational differences is a crucial aspect of organizational management. As baby boomers are in the process of exiting the workforce, with Generation X in mid-career, and Millennials at an early career stage, each group brings unique characteristics, expectations, habits, attitudes, and motivations to the workplace.
While it is true that generational stereotypes can lead to conflicts, such as the belief that Millennials are overly self-centered or overly self-confident as compared to Baby Boomers, it's vital that employers and managers strive to understand and integrate these differences constructively. Innovative approaches like reverse mentoring can leverage the technological savvy of younger workers while also capitalizing on the experience of older employees, effectively mitigating potential conflicts and enhancing collaboration. This diversity in perspectives can lead to growth and innovation within a company.